Kressin, N. R., PhD., Raymond, K. L., M.P.H., & Manze, M., M.P.H. (2008). Perceptions of Race/Ethnicity-based discrimination: A review of measures and evaluation of their usefulness for the health care setting. Journal of Health Care for the Poor and Underserved, 19(3), 697-730. Retrieved from https://search.proquest.com/docview/220588154?accountid=28644
In this article, Kressin describes three different level of racism at the work place, personally-meditated, institutionalized, and internalized. He puts the main focus on the personally-meditated racism. The writer goes into details that racism can occur with different assumption about ability, motives and intentions, also actions towards others according to their race/ethnicity. Kressin also explains the effects of racism on decision making.
Phuong, M. L., & Kleiner, B. H. (2000). A review of current empirical research concerning race discrimination at work. Equal Opportunities International, 19(6), 98-100. Retrieved from https://search.proquest.com/docview/199530105?accountid=28644
Racial discrimination is still very obvious in the hiring and promotional practices of United States companies. Among all the kinds of discrimination in the workplace, such as sex, age, race, disabilities, etc., racial discrimination is one of the most serious problems in the US workplace. Phuong also goes into details that some of the immigrants have ever bigger disadvantage because of the language barrier. These people silently accept whatever work available for them and they don't complain since most of them are not aware of their rights.
Hammond, W. P., Gillen, M., & Yen, I. H. (2010). Workplace discrimination and depressive symptoms: A study of multi-ethnic hospital employees. Race and Social Problems, 2(1), 19-30. doi:http://dx.doi.org/10.1007/s12552-010-9024-0
Workplace discrimination reports have recently increased in the U.S. Hammond examined the association between self-reported workplace discrimination and depressive symptoms among a multi-ethnic sample of hospital employees. The study showed that in common day-to-day interactions, being treated unfairly because of one’s personal characteristics produces wide-ranging deleterious impacts on mental and physical health such as anxiety, psychological distress, various cardiovascular effects, poor self-reported health status, and low birth weight in infants of mothers experiencing discrimination.
Chrobot-Mason, D., Belle, R. R., & Linnehan, F. (2013). Second hand smoke: Ambient racial harassment at work. Journal of Managerial Psychology, 28(5), 470-491. doi:http://dx.doi.org/10.1108/JMP-02-2012-0064
Like "second hand smoke," the harmful repercussions of racial harassment may extend well beyond the target to impact others at work. This study seeks to examine the "second hand smoke effect", or ambient racial harassment, which involves exposure to racial harassment aimed at others. The paper examines race differences in awareness of racial harassment and explored work and health-related outcomes associated with exposure to racial harassment. It also examines organizational tolerance for harassment as a moderator of these relationships.
Offermann, L. R., Basford, T. E., Graebner, R., Jaffer, S., De Graaf, S. B., & Kaminsky, S. E. (2014). See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), 499-507. Retrieved from https://search.proquest.com/docview/1552384722?accountid=28644
Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. Offermann's study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitude. He also used the three level of racism like others did in this subject. In this study, he used a white supervisor and a black employee situation to determine the level of racism.
Forstenlechner, I., & Al-Waqfi, M. (2010). "A job interview for mo, but none for mohammed". Personnel Review, 39(6), 767-784. doi:http://dx.doi.org/10.1108/00483481011075602
Forstenlechner took a step further the subject of racial discrimination at the work place. He added religion to the mix. In this paper he examined workplace discrimination in the context of immigrant employees and job seekers, with a specific focus on perceived discrimination resulting from affiliation with a specific religious group. 40 Muslim immigrants in two host countries were interviewed regarding their perception of discrimination and the consequences for their workplace experience. The findings of the study shows that Muslim immigrants are the subject of various types of discrimination. Also negative stereotyping of Muslims lead to unfair treatment from supervisors and co-workers.
Shih-Hsueh, C., & Kleiner, B. H. (1998). Race discrimination in the workplace. Equal Opportunities International, 17(3-5), 85-88. Retrieved from https://search.proquest.com/docview/199559242?accountid=28644
In this study, Shih-Hsueh talks about the racial competition for jobs during periods of slow or no economic growth. In places of limited employment opportunity and during recessionary periods, racial conflict over jobs is most intense. He explains the historical background, how white employees wanted to secure jobs for themselves instead of giving the jobs to other ethnicity people. The author also pointed out that the biggest competition for jobs is in the low-wage employment range.
Dias, L. (2011). Human resource management. Saylor.org/books. ISBN 13: 978-1-4533194-3-7. Downloaded Jan. 9, 2014 fromhttps://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71
Textbook.
In this article, Kressin describes three different level of racism at the work place, personally-meditated, institutionalized, and internalized. He puts the main focus on the personally-meditated racism. The writer goes into details that racism can occur with different assumption about ability, motives and intentions, also actions towards others according to their race/ethnicity. Kressin also explains the effects of racism on decision making.
Phuong, M. L., & Kleiner, B. H. (2000). A review of current empirical research concerning race discrimination at work. Equal Opportunities International, 19(6), 98-100. Retrieved from https://search.proquest.com/docview/199530105?accountid=28644
Racial discrimination is still very obvious in the hiring and promotional practices of United States companies. Among all the kinds of discrimination in the workplace, such as sex, age, race, disabilities, etc., racial discrimination is one of the most serious problems in the US workplace. Phuong also goes into details that some of the immigrants have ever bigger disadvantage because of the language barrier. These people silently accept whatever work available for them and they don't complain since most of them are not aware of their rights.
Hammond, W. P., Gillen, M., & Yen, I. H. (2010). Workplace discrimination and depressive symptoms: A study of multi-ethnic hospital employees. Race and Social Problems, 2(1), 19-30. doi:http://dx.doi.org/10.1007/s12552-010-9024-0
Workplace discrimination reports have recently increased in the U.S. Hammond examined the association between self-reported workplace discrimination and depressive symptoms among a multi-ethnic sample of hospital employees. The study showed that in common day-to-day interactions, being treated unfairly because of one’s personal characteristics produces wide-ranging deleterious impacts on mental and physical health such as anxiety, psychological distress, various cardiovascular effects, poor self-reported health status, and low birth weight in infants of mothers experiencing discrimination.
Chrobot-Mason, D., Belle, R. R., & Linnehan, F. (2013). Second hand smoke: Ambient racial harassment at work. Journal of Managerial Psychology, 28(5), 470-491. doi:http://dx.doi.org/10.1108/JMP-02-2012-0064
Like "second hand smoke," the harmful repercussions of racial harassment may extend well beyond the target to impact others at work. This study seeks to examine the "second hand smoke effect", or ambient racial harassment, which involves exposure to racial harassment aimed at others. The paper examines race differences in awareness of racial harassment and explored work and health-related outcomes associated with exposure to racial harassment. It also examines organizational tolerance for harassment as a moderator of these relationships.
Offermann, L. R., Basford, T. E., Graebner, R., Jaffer, S., De Graaf, S. B., & Kaminsky, S. E. (2014). See no evil: Color blindness and perceptions of subtle racial discrimination in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), 499-507. Retrieved from https://search.proquest.com/docview/1552384722?accountid=28644
Workplace discrimination has grown more ambiguous, with interracial interactions often perceived differently by different people. Offermann's study adds to the literature by examining a key individual difference variable in the perception of discrimination at work, namely individual color-blind attitude. He also used the three level of racism like others did in this subject. In this study, he used a white supervisor and a black employee situation to determine the level of racism.
Forstenlechner, I., & Al-Waqfi, M. (2010). "A job interview for mo, but none for mohammed". Personnel Review, 39(6), 767-784. doi:http://dx.doi.org/10.1108/00483481011075602
Forstenlechner took a step further the subject of racial discrimination at the work place. He added religion to the mix. In this paper he examined workplace discrimination in the context of immigrant employees and job seekers, with a specific focus on perceived discrimination resulting from affiliation with a specific religious group. 40 Muslim immigrants in two host countries were interviewed regarding their perception of discrimination and the consequences for their workplace experience. The findings of the study shows that Muslim immigrants are the subject of various types of discrimination. Also negative stereotyping of Muslims lead to unfair treatment from supervisors and co-workers.
Shih-Hsueh, C., & Kleiner, B. H. (1998). Race discrimination in the workplace. Equal Opportunities International, 17(3-5), 85-88. Retrieved from https://search.proquest.com/docview/199559242?accountid=28644
In this study, Shih-Hsueh talks about the racial competition for jobs during periods of slow or no economic growth. In places of limited employment opportunity and during recessionary periods, racial conflict over jobs is most intense. He explains the historical background, how white employees wanted to secure jobs for themselves instead of giving the jobs to other ethnicity people. The author also pointed out that the biggest competition for jobs is in the low-wage employment range.
Dias, L. (2011). Human resource management. Saylor.org/books. ISBN 13: 978-1-4533194-3-7. Downloaded Jan. 9, 2014 fromhttps://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71
Textbook.